A practise on the organizational justice and organizational commetment perception of worker's in the tourism sector of Turkey and Poland

The study will try to explain the affect of organizational justice over organizational commitment and the extension of the relationship between procedural, distributive and interactional justices, all sub-dimensions of organizational justice and the sub-dimensions of organizational commitment; affective, continuance and normative commitments. Moreover, this study has also examined whether the organizational justice, organizational commitment and their sub-divisions show difference in sex, marital statues, education, position within the establishment and the department of employment.Two different regions of two countries constitute the practical context of the study and the two regions considered are: the Aegean Region in Turkey and the Pomorskie Province in Poland. 4 and 5 star hotels operating within the tourism industry constitute the basis of the application. This study has also taken a group as model as several obstacles had been encountered when extending to all application grounds.The study made use of the ?Measurement of Organizational Commitment? that had been used by Colquitt (2001) in a study, which Karabay (2004) had adapted ?Measurement of Organizational Justice? into Turkish that had been developed by Allen and Meyer (1990), which in return, had be re-modified by Allen, Meyer and Smith and which has been used by many researchers in Turkey (Gürkan, 2006; Boylu, Güçer and Pelit, 2007; Gül and Oktay, 2003; Özdevecioğlu, 2003).A survey had been conducted to the personnel employed in businesses within tourism sector and included in the context of the study. The data attained had been entered into the database of the SPSS program and t-test, Anova, Turkey test and Pearson Correlation Analysis had been used to determine the territorial diversity and the justice-commitment relationship. The reliability of the study had been analyzed according to the Cronbach Alpha method and it is determined that the measurement used is highly reliable (?=8834).The frequency-percentage values, standard deviation and the arithmetic mean of the answers given by the personnel included in the research had been determined at the end of the study. A meaningful relationship had been established between organizational justice - organizational commitment and the country, the position within the establishment, age, duration of employment, department and education. Furthermore, the correlation analysis conducted within the study has also established a meaningful connection between organizational justice - organizational commitment and the sub-dimensions of organizational justice and organizational commitment.